Employment & labour — Topics

26 Jul 2021

Complaints against Employment Agencies for Obscuring Important Information of Migrant Domestic Workers in Each of Last Five Years

In the last five years, 30 complaints were lodged against employment agencies for obscuring information of migrant domestic workers, with 18 investigated by the Ministry of Manpower.
Of the investigated cases, six resulted in fines or warnings for the agencies, while the rest were dismissed due to insufficient evidence or misunderstandings.
Employers who suffer from unlawful actions by agencies are offered refunds or replacement domestic workers as redress.
The Ministry emphasized that employment agencies are legally required to provide accurate information and that complaints are taken seriously.

Summary written by AI

Overview Original source

26 Jul 2021

Incidences and Contributory Factors of Poor Safety Practices or Inappropriate Procedures Logged at Workplace in Past Year

In the past year, the number of workplace safety incidents logged was around 3,000, a reduction from nearly 9,000 in the previous year, largely due to COVID-19-related suspensions of activities, but common unsafe practices like unguarded openings and poor machinery maintenance remained prevalent.
The impact of the manpower crunch on workplace accidents is unclear, but all stakeholders agree that worker safety must not be compromised regardless of COVID-19 circumstances.
The Ministry supports mental well-being through the WSH Council’s Total WSH Programme, the National WSH Campaign, and the HPB’s Workplace Outreach Wellness Package, offering resources like talks, workshops, and tripartite advisories to help employers and employees maintain a safe and healthy work environment.

Summary written by AI

Overview Original source

26 Jul 2021

Outcome of Cases of Workplaces Breaching Safe Distancing Measures and Concerns of Effects of Whistle-blowing on Jobs and Businesses

Over 3,500 reports concerning workplace safe distancing breaches were received by MOM during the Phase Two (Heightened Alert) period, with most resolved through clarifications and only 66 resulting in fines.
MOM adopts a balanced approach, focusing on rectifying minor non-compliance rather than penalizing employers unnecessarily to avoid harming businesses and employees.
Whistle-blowers' identities are kept confidential during inspections to address concerns about potential retaliation.

Summary written by AI

Overview Original source

26 Jul 2021

Review of Current Policy and Introduction of CPF Contribution Scheme to Employment Pass and EntrePass Holders

Gan Thiam Poh questioned if the CPF contribution scheme could be extended to Employment Pass and EntrePass holders.
Manpower Minister Tan See Leng stated that CPF is designed for Singapore Citizens and Permanent Residents, not foreigners, as foreign PMEs are not on a permanent basis.
The Minister clarified that qualifying salaries for Employment Pass holders already account for CPF costs, ensuring a level playing field for Singaporeans.
Foreign PMEs are expected to make their own retirement and financial plans using available products, not rely on CPF.

Summary written by AI

Overview Original source

26 Jul 2021

Data on Number of Workers from China Recruited for Construction Industry Following Relaxation of Measures and Average Monthly Outflow of Migrant Workers in Construction Sector

Mr Melvin Yong asked how many Chinese construction workers have entered Singapore since May 2021, the average monthly outflow of migrant workers in construction since April 2020, and what can be done to address the sector's manpower shortage.
About 600 new Chinese workers have entered Singapore for construction since May 2021, and the average net outflow was about 1,900 workers per month from April 2020 to June 2021.
The government is facilitating more worker entries, exercising flexibility for firms to retain existing workers, and piloting a safer process to bring in migrant workers from other sources if successful.

Summary written by AI

Overview Original source

26 Jul 2021

Sufficiency of Places in Social Work Undergraduate Degree and Continuing Education and Training Programmes

Louis Ng asked if the Ministry of Education plans to increase undergraduate and continuing education places in social work to boost the supply of social workers.
Chan Chun Sing responded that MOE and institutes of higher learning already align social work degree and training places with industry demand, and social work graduates have increased by 50% over five years.
The Ministry of Social and Family Development believes the current supply of social workers is sufficient for future demand, and there are no immediate plans to further increase places.
MOE will continue to monitor the situation and collaborate with MSF to ensure workforce needs are met.

Summary written by AI

Overview Original source

26 Jul 2021

Number of Singaporeans Hired by Singapore-Based Companies with Investments in India and Attributable to Signing of India-Singapore Comprehensive Economic Cooperation Agreement

Leong Mun Wai asked how many of the 97,000 locals hired by Singapore-based companies investing in India were new jobs due to CECA versus redesignated existing roles.
Minister Gan Kim Yong stated that the 97,000 figure refers to 2019 and does not include companies trading with India but not invested there.
Gan noted that specific data on job attribution is unavailable because hiring decisions involve multiple factors and job scopes.
He emphasized that Singapore's broader trade policies, including 26 FTAs like CECA, collectively support the business ecosystem and local job creation.
The ecosystem, bolstered by FTAs, helps companies expand internationally, which indirectly sustains and generates local employment.

Summary written by AI

Overview Original source

26 Jul 2021

Number, Educational and Work Experience Profile of HR Professionals in Singapore

Patrick Tay asked the Ministry of Manpower for detailed data on HR professionals in Singapore from 2010 to 2020, including numbers, industries, functions, and demographic breakdowns.
Tan See Leng responded that the number of HR practitioners grew from about 23,000 in 2010 to over 40,000 in 2020, with about nine in ten being PMETs and locals filling close to nine in ten PMET positions.
Over eight in ten local HR practitioners hold diplomas or degrees, about seven in ten are women, and HR roles span across the economy, supported by initiatives like the Institute for HR Professionals to upskill the sector.

Summary written by AI

Overview Original source

26 Jul 2021

Number of Singaporean Students Admitted for Computer Science Degrees at Local Universities and Sufficiency of Such Numbers

Minister Chan Chun Sing stated that the number of local Information & Digital Technologies (IDT) undergraduate places at Autonomous Universities increased four-fold from 800 in 2010 to 3,100 in 2020, with about half of all applications offered a place.
The government balances tech talent supply with other sector needs amid limited graduate cohorts and supplements this with Continuing Education and Training pathways, such as the TechSkills Accelerator programme which placed over 8,000 Singaporeans into tech jobs since 2016.
MOE collaborates with economic agencies and universities to plan degree places based on industry demand and student interests, while also encouraging students from various disciplines to take IDT minors or second majors to meet tech job needs.

Summary written by AI

Overview Original source

26 Jul 2021

Rationale for National Service-component in Starting Salaries of Public Service Employees

Carrie Tan questioned whether National Service completion is factored into Public Service starting salaries and the rationale for doing so, as well as efforts to equalize salaries between genders over time.
Chan Chun Sing responded that the Civil Service acknowledges National Service by providing salary increments for male Singaporeans at their first appointment to align them with peers of the same age who did not serve.
He emphasized that after entry, salary and career progression in the Civil Service are based solely on individual merit and performance, not gender differentiation.
The response did not specify the number of positions affected but confirmed the practice applies to male officers entering the Civil Service following National Service.
Efforts to address gender salary equality were implied to be ongoing through merit-based progression, though no detailed measures were outlined.

Summary written by AI

Overview Original source

26 Jul 2021

Proposal for Limited Trial of Four-day Work Week in Singapore

Chua Kheng Wee Louis asked whether the Government has studied shorter work weeks and if it would consider a limited trial of a four-day work week in Singapore.
Tan See Leng responded that employers can already pilot a four-day work week without legal barriers, but the Government is prioritising other core issues like uplifting low-wage workers and enhancing fair employment rules.
He noted the Ministry promotes work-life harmony through flexible work arrangements and welcomes research that could inform pro-worker and pro-business policies.

Summary written by AI

Overview Original source

26 Jul 2021

Shortage or Surplus of Social Workers

Louis Ng asked if there is a current shortage or surplus of social workers and, if a shortage exists, what plans are in place to address it.
The Minister responded that the number of social workers has grown over the past five years due to new academic programmes and training initiatives, with 2,100 registered social workers as of end-2020.
The government expects supply to meet future demand and will continue working with education and social service agencies to plan the pipeline and enhance job attractiveness.

Summary written by AI

Overview Original source

26 Jul 2021

Strengthening the Singaporean Core

Patrick Tay highlighted that Singaporean PMEs, especially mature workers, face unfair competition and discriminatory hiring practices, proposing stronger enforcement, stiffer penalties, and an enhanced Employment Pass application process with a point system to prioritize local hiring and knowledge transfer.
Saktiandi Supaat and Louis Ng called for legislating the Tripartite Guidelines on Fair Employment Practices to address discrimination based on race, age, nationality, gender, and marital status, with Ng specifically emphasizing the need to stop discriminatory questions about marital status and children in job applications.
The Minister for Manpower acknowledged concerns about workplace discrimination and Singaporean job security, outlining existing efforts like SkillsFuture and Jobs Growth Incentive, while announcing a Tripartite Committee to study whether legislation is the best approach to strengthen fair employment practices.

Summary written by AI

Overview Original source

26 Jul 2021

Support Measures for Phase Two (Heightened Alert)

The government announced enhanced support measures for businesses and workers affected by the Phase Two (Heightened Alert) restrictions, including higher and extended wage support through the Jobs Support Scheme, additional rental relief, and cash assistance for hawkers and drivers.
Funding for the $1.1 billion package will come from budget reallocations and a previously set aside buffer, without drawing on past reserves, keeping the overall fiscal deficit unchanged at $11 billion for FY2021.
The measures aim to mitigate the prolonged impact of safe management restrictions while maintaining the economic recovery trajectory, with GDP growth projected to remain at 4% to 6% for the year, though external uncertainties like the Delta variant pose risks.

Summary written by AI

Overview Original source

26 Jul 2021

Impact of COVID-19 Border Restrictions on Entry of Migrant Domestic Workers into Singapore

Ms Ng Ling Ling queried the number of foreign domestic workers whose entry was postponed due to COVID-19 restrictions, the typical waiting time for approval, and whether exceptions could be made for families with urgent caregiving needs.
The Senior Minister of State for Manpower explained that entry approvals were tightened from May 2021 due to high COVID-19 incidence among arrivals, leading to the postponement of about 1,800 migrant domestic workers’ entries, with one-third rescheduled so far.
The Ministry is prioritising entry for families with very challenging caregiving needs and hopes to reschedule the remaining two-thirds of postponed entries by year-end, barring further tightening.
A pilot program with employment agencies is being tested to implement additional safe management measures in workers’ home countries before entry, to potentially allow more arrivals if successful.
The Ministry continues to monitor the regional COVID-19 situation and advises employers to consider alternative arrangements, such as the Household Services Scheme, if their domestic worker cannot enter soon.

Summary written by AI

Overview Original source

26 Jul 2021

Measures to Transit COVID-19-related Short-term Contract Workers into Permanent Jobs

Over 15,000 workers were placed in short-term COVID-19 public sector roles, with about 30% temporarily redeployed from their original jobs and the rest assisted by job-matching services like Workforce Singapore and e2i to find new opportunities.
The government has extended the Jobs Growth Incentive to support employers hiring job seekers, with career conversion programmes offering wage and training support, and capacity for 10,000 places this year.
MP Sharael Taha suggested additional training grants to help temporary workers translate pandemic experience into permanent roles, and the Minister encouraged employers to leverage existing schemes and consider broader hiring and upskilling to transition workers into growth sectors like wholesale trade, finance, and infocomm.

Summary written by AI

Overview Original source

6 Jul 2021

Data on Average Working Hours and Overtime Hours for Full-time Security Officers Working for Private Security Agencies

In 2020, 79.4% of full-time security officers in private security agencies worked more than 44 hours per week, with average weekly hours of 56.4 (12.4 overtime hours) and median weekly hours of 60.0 (16 overtime hours).
The government accepted recommendations to remove overtime exemptions for the security sector from January 2021, capping overtime at 72 hours per month (16.6 hours per week on average) to reduce excessive overtime and improve officers’ well-being.
Through the Security Progressive Wage Model in 2020, base salaries increased by 12% despite capped hours, and about 30% of officers still worked beyond 72 overtime hours monthly, a figure expected to decline after the 2021 exemption removal.

Summary written by AI

Overview Original source

6 Jul 2021

Data on Employment under India-Singapore Comprehensive Economic Cooperation Agreement and Breakdown on Labour Force Statistics according to Standard Occupational Classification 2020 Level

Assoc Prof Jamus Jerome Lim posed multiple questions about visa data under the India-Singapore Comprehensive Economic Cooperation Agreement and labour force statistics broken down by occupation.
The Minister for Manpower responded that the queries had already been addressed in Ministerial Statements from 6 July 2021, referencing an official report on Free Trade Agreements and Foreign Manpower.
No new data or breakdowns were provided in the exchange, with the response directing attention to previously released ministerial statements.
The debate highlighted parliamentary interest in tracking employment trends related to the agreement and occupational classification changes.

Summary written by AI

Overview Original source

6 Jul 2021

Mental Health and Support System for Drivers of Public Transport

Dr Tan Yia Swam asked the Minister for Transport about mental health support systems for public transport drivers.
The Ministry and transport operators prioritize mental well-being, offering support channels through driver relations teams and trained supervisors who monitor workers and refer them to medical professionals.
The Health Promotion Board partners with unions and operators to provide customized mental well-being talks, workshops, and training programs for transport workers.
Transport workers can access public mental health resources like Mindline.sg and community hotlines for additional support.

Summary written by AI

Overview Original source

6 Jul 2021

State of Implementation of Four Key Strategies of Security Industry Transformation Map

Minister K Shanmugam confirmed that all major initiatives under the Security Industry Transformation Map have been implemented since 2018, with significant progress across its four pillars including technology adoption, regulatory updates, skills investment, and procurement reforms.
The government has introduced new measures such as the Security Agencies Competency Evaluation, refreshed the Skills Framework, and expanded the Progressive Wage Model, resulting in a 36% cumulative wage growth for security officers from 2014 to 2019.
The government is leading the adoption of outcome-based contracts for security services and plans to amend the Private Security Industry Act to enhance protection for officers against abuse while continuing to support job redesign and upskilling initiatives.

Summary written by AI

Overview Original source